A 'boost' helps transform education in the capital city.

GD&TĐ - Many believe that this promises to open a new chapter in the lives of tens of thousands of teachers and improve the quality of education in Hanoi.

The noticeable effects

The Hanoi Department of Education and Training has recently issued document No. 2461/SGDĐT-TCCB to its affiliated departments regarding the research and development of additional income norms for civil servants in the Hanoi education sector.

The establishment of additional income expenditure norms is based on Resolution No. 248/2025/QH15 of the National Assembly on some specific and outstanding mechanisms and policies for the development of education and training; and Decree No. 182/2026/ND-CP of the Government stipulating the preferential allowance regime for teachers, educational management staff and educational support personnel in public educational institutions.

Mr. Nguyen Cao Cuong, Principal of Thai Thinh Secondary School (Dong Da Ward, Hanoi ), observes that the salaries of education officials are calculated based on a coefficient and the national base salary. Despite adjustments, this income is still considered insufficient to reflect the workload and high cost of living in a major city like Hanoi. This new policy is excellent and will help teachers love their profession even more.

The mechanism for paying additional income will be linked to the evaluation and ranking of civil servants. The concept of passively receiving salary increases on a scheduled basis will no longer exist.

The amount of additional income depends directly on the workload, the quality of lectures, and the level of contribution to the school. This change forces each teacher to proactively improve their skills and abandon the complacent mindset of being on the "permanent staff."

Teachers and students at Dai Mo 3 Primary School (Tay Mo, Hanoi). Photo: Dinh Tue.

"The reality of teachers having to take on side jobs to make ends meet in large cities is nothing new. When their official income from teaching is raised to a level that allows for a decent living and savings, teachers will have the opportunity to fully dedicate themselves to lesson plans, research modern teaching methods, and be more attentive to each student," analyzed teacher Nguyen Cao Cuong.

Ms. Nguyen Thi Van Hong, Principal of Chuong Duong Secondary School, believes that the policy of providing additional income that Hanoi is developing is not a temporary "reward," but rather a systemic financial mechanism.

Based on its budgetary autonomy and specific mechanisms, the city will allocate a portion of its resources to provide additional compensation to employees based on performance, job position, and monthly or quarterly performance reviews.

Increased income directly improves the quality of life for teachers' families. When teachers are no longer burdened by the financial pressures of making ends meet, their professional standing and self-esteem are strengthened. Performance-based bonuses are the most powerful incentive. Teachers will actively participate in teacher excellence competitions, apply information technology, and innovate assessment methods to achieve better results.

Ms. Duong Thuy Ha, Principal of Dong La Primary School (An Khanh commune, Hanoi), commented that the new policy is like a strong gust of wind, directly impacting the psychology, behavior, and development trends of the teaching staff. Outstanding teacher training students from top universities will have more reasons to choose and commit to the public school system in the capital city for the long term.

Challenges to be faced

Ms. Nguyen Thi Thu Hien and her students. Photo: Provided by the interviewee.

With over 20 years of experience in the education sector, Ms. Nguyen Thi Thu Hien, a teacher at Minh Khai High School (Kieu Phu commune, Hanoi), expressed her joy upon receiving this information from the Hanoi Department of Education and Training.

Teachers' lives are expected to improve significantly with the anticipated increase in income. This is anticipated to be a boost that will contribute to the transformation of the capital's education sector.

"Education is a unique sector whose product is human beings. Therefore, the criteria for evaluating teachers cannot be standardized like those in purely administrative fields. Intangible values ​​such as the progress of students with special needs, school safety, the ability to inspire, and professional ethics should be valued," Ms. Nguyen Thi Thu Hien further explained.

According to Ms. Nguyen Thi Van Hong, to ensure fair compensation, schools will need to develop a clear, transparent, and quantifiable set of KPI (Key Performance Indicator) evaluation criteria. This process will promote digital transformation in education management, minimizing subjective and biased evaluations that are barriers in the traditional pedagogical environment.

The monthly evaluation and classification process must be conducted transparently, from the subject departments up to the school administration. Every teacher has the right to question and receive explanations regarding their evaluation results to avoid bias or local favoritism.

"Besides encouraging outstanding individuals, policies should also take into account disadvantaged areas (remote and remote areas of the capital such as mountainous communes) or specialized subjects (physical education, arts, youth group leaders) so that teachers in these positions are not disadvantaged in terms of income," Ms. Van Hong suggested.

From an expert's perspective, Mr. Le Trung Kien, Deputy Director of the Institute of Educational Psychology and Training (IPET), stated that this policy also places considerable pressure on the teaching staff.

As incomes rise, the demands for professional competence and ethics among teachers will also become more stringent. Teachers who are slow to adapt and hold outdated views will risk falling behind, receiving low salaries, or even being laid off.

If schools' evaluation criteria are not genuine, teachers can easily get caught up in the cycle of perfecting paperwork and chasing superficial titles to achieve excellent ratings. Income classification based on performance can inadvertently create internal rifts within subject departments or teaching councils if the evaluation lacks fairness and thoroughness.

"Establishing a system for supplementary income payments for education officials is a policy decision that reflects the strategic vision of the city's leaders in investing in human resources. This is not just about salary increases, but a comprehensive reform of the human resource management mechanism in education."

"Although there are still many challenges, with thorough preparation, this policy will create tremendous motivation, helping the teaching staff in the capital city to stay committed to their profession and constantly innovate," said Mr. Le Trung Kien, M.Sc.

​

​

​

Source: https://giaoducthoidai.vn/cu-hich-giup-giao-duc-thu-do-chuyen-minh-post780347.html